Use accurate dates, duties and authority, supported by reliable records. Do not extend an acting assignment across periods when the applicant returned to another role.
Build a role-specific chronology
Retain appointment records, duty descriptions and examples confirming the work performed. Explain who retained decision authority and what the applicant handled independently. Ask how the actual periods support the qualifying employment requirement. A résumé title can summarize experience, but it should not conceal changes relevant to the assessment.
Hypothetical example: a beverage-packaging company proposes moving its quality-control lead, and its new chart adds two supervisor roles that have offers but no start dates. Gather records created in ordinary operations: payroll, signed offers, job descriptions, reporting directives, budgets, meeting minutes, and contracts. The reviewer needs to see who actually performs the underlying work and who has authority over it. Mark planned positions as planned; do not present them as filled simply because recruitment is underway. For the foreign employment period, collect organization evidence alongside the beneficiary’s actual calendars, approvals, performance reviews, and responsibilities. Then assemble the qualifying-relationship documents separately so ownership does not become an unexplained assertion. Where a chart conflicts with payroll or public corporate records, resolve the difference before filing. A polished hierarchy without incumbents can call attention to the weakness it was meant to address. The best sequence is relationship records first, foreign employment proof second, proposed U.S. role third, and new-office evidence where relevant.